Getting started with Flourish is usually straightforward, largely depending on the complexity of your organizational structure. However, it is important to keep in mind that implementing a tool like Flourish often involves some change management before the launch. In this article you find besst practices and a checklist to help you get started.
Information to your employees
Get started-checklist
Why Flourish?
Have you communicated to employees why you chose to implement Flourish and the potential goals you have for the tool?
Do employees know it's anonymous?
Clearly inform employees that Flourish is anonymous, which is intended to lower the barrier for being heard and involved in the improvement process.
Have you communicated your expectations and what can be expected from you?
Have you explained to employees and managers how you plan to work with Flourish, the different steps to be taken, and the expectations involved?
It's important that everyone knows what is expected of them in using Flourish, but also what they can expect in return from, for example, the management team and their immediate supervisor.
Are there clearly defined areas of responsibility?
Have you presented the managers' responsibilities and how they are expected to act on the feedback received? The more understanding managers have of their responsibilities in working with Flourish and how they are expected to act, the better foundation there is for them to actively use Flourish as a tool.
It is also important to ensure that the right forums and routines are in place so that managers can have the opportunity to discuss various issues as needed. If managers feel informed about the results and how they should act, they are more likely to actively follow up with their teams.
Have you communicated how you plan to work with Flourish?
Do you have a plan for how you will communicate any actions and insights to employees? For example, through meeting structures or other communication channels?
Have you established sustainable and long-term routines?
Do you have a routine for following up on the data and trends collected in Flourish? It’s better to start with a few simple routines. The most important thing is that the routines are followed and that Flourish as a tool is kept alive in the working methods.
Develop it over time based on your needs and goals, and ensure that Flourish also streamlines other routines and objectives within your organization. This can save time spent on Flourish by making other work processes more efficient.
Is someone taking extra ownership?
Do you have individuals who take extra ownership in driving the workflow related to Flourish? By appointing someone who is particularly passionate about the issues you are addressing in Flourish, you create additional drive and momentum to achieve the set goals.
